Bringing the company in line with the desired organizational culture is an important step towards growth. But, in the end, do you know what the role of managers in this process, able to achieve better results and get out of the competition?
If you’ve had problems with the answer, no problem! In the following lines, you will understand the importance of organizational culture for small and medium-sized enterprises (SMEs), as well as the role of managers in implementing and attracting teams.
Read on and see how a dedicated leader is making a difference in the spread of the company’s culture!
What is culture and what is its importance to SMEs?
First of all, we need to understand what culture is in organizations. There are many definitions, however, we will explain to you in such a way that you will finish reading and there is no doubt about it. Take a look:
Culture is a set of beliefs, habits and values that govern day-to-day activities in a company, determining how employees behave, how processes are conducted, and how resources are distributed within hours.
To make it clearer, imagine a company with a culture focused on customer satisfaction. This means that everyone in the company, from top managers to servants, will give priority to the public, seeking to satisfy them at every point of contact and offering the best possible experience before, during and after purchase.
The second example is a quality-oriented culture, as in the case of Toyota. In this model, the entire company will be in the stage of continuous improvement of processes – TSM, Six Sigma, PDCA, and so on. The goal is to identify bugs, fix them and learn more every day.
And you’re wrong who thinks that culture is only for big corporations. SMEs must also have a well-defined and widespread sense of culture within the country, as it is essential that everyone act in a coherent manner, with a clear priority and awareness of what matters, regardless of the size of the business.
A well-established culture also becomes a magnet for talents that have values similar to the company’s values. As a result, it will be possible to attract and retain people above average, optimizing the potential of the firm to obtain results.
What is the role of managers in bringing the company into line with the desired culture?
Let it be clear: the culture begins to delineate at the first meetings of the company’s partners. However, it does not always meet the goals it wants to achieve, and it is necessary to “intervene” and strategically develop it.
At the moment, a manager – or a team leader as you prefer to call it – plays a really important role. He is responsible for spreading the desired culture, attracting professionals and optimizing results. Here’s how to do it:
Spreading relevant values
Each company has a set of values that are managed by professionals, even if unconsciously. It is important that the manager dislocates these values on the first day, describing them to the team and spreading them across the four corners of the company.
However, talking about values is not enough: we must live them! There is a big difference between claiming that a client is always right and putting it into practice. Today, many leaders live the dilemma of conversations, that is, those who say one thing and act in a completely different way. There’s a big problem!
So it’s also the role of managers to be the example they want to see. They must live with the values they claim exist in the company and respect their subordinates and superiors. After all, the leader’s beliefs are equally the beliefs of his team.
Recognition and reward for the right goals
Recognition and reward are two really important factors for the development of the desired culture. When a professional or team is rewarded for doing the right thing, the tendency is for you to try to repeat the feat.
In this sense, if the goal is to develop a customer-centric culture, the manager must set clear goals in terms of customer satisfaction, reduction of complaints, service time, among other aspects. It must then recognize and reward professionals for their goals.
Hiring talent based on values
Given the difficulty in finding and hiring talent, it is increasingly important to have the help of digital tools such as recruitment software, selection or video interviews.
Today, many managers are already involved in the selection, assessing talents, profile of the team and organization. In this moIn addition to monitoring knowledge and skills, it is necessary to take into account the values of talent that are in the selection process.
When a candidate has no values equal to the values of the company, it becomes very difficult to convey the desired culture or keep it intact. On the other hand, when a candidate has equal values, this culture gains even more strength.
Improving internal business communication
Another important way to bring the company into line with the organizational culture is to find adequate communication. This ensures that all professionals are aware of what needs to be done.
The manager is the main character when it comes to internal communication, because it is he who begins to spread the information, ensuring that everyone gets on top of the subject. In this way, you can maintain alignment, reduce the number of errors and problems during the entire working time.
The scarcity of this ita creates serious problems for culture. After all, it is impossible to spread the relevant values, align commands or motivate certain behaviors, if there is no dialogue.
What is the value of a manager to improving the organizational climate?
Finally, it must be emphasized that the manager also plays a key role in improving the organizational climate. Although climate and culture are different things, they are equally important and complement each other to get great results.
The manager is responsible for the professionals who work in the company and is also responsible for their experience. When this experience is bad, the organizational climate becomes difficult. On the other hand, when they are good, the climate becomes pleasant, productive and fertile for good results.
Now that you understand the role of managers to bring the company in line with the desired organizational culture and know what can be done to do so, read our article “Leadership Style: Understand Everything About the Profile of Each Leader” and continue to improve your knowledge!
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